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……..Reactive Recruiting Is So Yesterday

Recruiters know how to successfully identify talent amongst the crowd. They also know how to exploit the intelligence gathered during the research/sourcing process. Often realizing the value of such intelligence and the importance it plays in creating a strong pipeline. But what happens to this intelligence once the pipeline is filled? Is the once sought after talent suddenly dismissed?…

Recruiting with corporate emails produces results!

I know because I exploit this technique.

Using corporate emails as a way to connect and recruit passive candidates allows the recruiter to create awareness regarding potential opportunities to these highly desired professionals. It presents opportunities directly to the passive candidate talent…

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an exam ple of a very successful email that I get a good response to is:

Subject line: Keen to listen

Email:

Hello .... I am not sure if this is relevant, perhaps you could let me know.

I have come across your details on (state where you have found them) Brilliant CV by the way. You have probably been inundated with calls/emails from recruitment consultants - you probably never want to speak to another consultant again!!

The reason I wanted to make contact, is that I am helping a client find someone with your skills and experience. However, I have no idea what you are specifically looking for, if indeed you are still looking.

What would be the best way for me to find out?

Although I have not measured the results of it's success, I feel that it gets a large response and really helps to make contact with people I have failed to make contact with any other way.

Generally $100 - 200K positions - sometimes sales positions which are not that high on base.

As stated, emails (utilizing various methods including industry specific data bases) work to open doors with passive candidates. But the response % is far, far lower. No one in this industry can make the claim you made.

We also have had great success with emails. But your article (I don't have it in front of me) claimed something like an 80% response rate. And your sample messages were (in my humble view) quite wordy - in a world where people lack patience. There is also a high degree of skepticism when someone they don't know calls them an opinion leader or something like that.

I don't know how many you send out on an average search (say for a sales manager) - maybe you send a small number and make them highly personalized. We have been using emails marketing for years in executive search and the response rates are far lower - yet the method is still highly successful for candidate contacts and referrals.